HR NEWS - Montgomery College



OHR Fiscal Update

FY’ 11

Furlough Implementation Plan

The implementation of furloughs (unpaid time off) is necessary in fiscal 2011 to achieve savings that will preserve basic services and mitigate job loss. A summary of the College’s furlough implementation plan is as follows:

Full-time faculty will be furloughed for three days during the fiscal academic year. These furloughs will result in an average reduction in salary of 1.54%.

The full-time faculty furlough days will be fixed on non-instructional duty days as follows: Wednesday, November 24, 2010, Thursday, December 23, 2010, and Thursday, January 13, 2011. For faculty with instructional responsibilities during winter session, an alternate furlough day will be selected in lieu of January 13, 2011. For Counselors, March 14 and 15, 2011 will be fixed furlough days in lieu of December 23, 2010 and January 13, 2011.

Staff in salary grades M and below will be furloughed for four days during the academic year. These furloughs will result in an average reduction in salary of 1.54% for fiscal 2011.

For staff and administrators, furlough days will be fixed, and operations at the College will be suspended as a result of furlough days, as follows: Wednesday, November 24, 2010, and Monday – Wednesday, March 14-16, 2011. This means the College, which was already

scheduled to be closed for holidays on March 17 and 18, 2011, will suspend operations for the entire spring break. Essential staff required to work during these furlough days will be assigned alternate furlough days.

Instruction regarding prorating furlough hours for part-time staff and ten month staff as well as those with alternate work schedules will be provided to affected employees and supervisors.

All employees in salary grades N and above (which includes all administrators), will be furloughed for an additional four days, for a total of eight furlough days and an approximate reduction in salary of 3.08% for fiscal 2011.

As mentioned, all employees in salary grades N and above (which include all administrators) will be required, in addition to the four fixed furlough days listed above, to select an additional four furlough days, for a total of eight days. At least two of these days must be taken prior to the end of the fall semester. The remaining days, if any, must be utilized no later than April 29, 2011.

For further information on the College’s furlough implementation plan and/or Frequently Asked Questions (FAQ’s), please visit the OHR Web site via the following link: . Also, to be sure timesheets are coded appropriately please visit the Furlough Time Entry Help screen and tutorials accessible via MyMC or via the following link:

We recognize that this may be a trying time. Please keep in mind that you may utilize the Faculty Staff Assistance Program (FSAP) by calling 800-935-9551. This service is cost free, confidential, and may be accessed 24 hours a day, 7 days a week.

Compensation for FY 2011

There shall be no cost of living or merit adjustments in fiscal year 2011.

Pay Rates for Full-time Faculty and

Part-time Bargaining Unit Faculty

Academic Year Overload Pay Rates for

Full-time Faculty

Effective the first day of the fiscal 2010 academic year, the fiscal 2010 and fiscal 2011 Overload Pay Rates for Full-time Faculty are:

Consecutive years of Service Salary per ESH*

Less than 6 years $1,096

6 years or more $1,212

*Equivalent Semester Hour

On the first day of the 2010-2011 Academic year, the ESH rate for Part-time Bargaining Faculty (as defined in Section 1.3 of the agreement between MC and the Service Employees International Union, will be as follows:

Lecturer $870.83

Adjunct I $911.81

Adjunct II $947.66

Academic Year Rates for the Rehired Retired Faculty Program

Effective the first day of the fiscal 2010 academic year, the fiscal 2010 and 2011 academic year rate for rehired, retired faculty is $3,134 per ESH. The Reemployment of Retired Faculty (Section 4.7 of the AAUP collective Bargaining agreement) is a special program for retired faculty of Montgomery College. When these opportunities are available the positions will be posted on the Office of Human Resources web site. Retirees may then apply for this program and if hired, the faculty member will receive the Rehired Retiree rate of pay.

Salary Schedules for Bargaining Staff

& Non-Bargaining Unit Staff

On June 21, 2010, the Board of Trustees resolved that the Salary Schedule for Non-Bargaining Staff for FY11 will remain the same as the FY10 salary schedule.

The Non-Bargaining salary schedule is accessible via the following link:



The salary schedule for Bargaining Unit Staff for FY11 shall remain the same as the FY10 salary schedule, in conformity with the Bargaining Agreement between the College and AFSCME, effective July 1, 2010.

The Bargaining Unit salary schedule is accessible via the following link:

Shift Differential for Bargaining and Non-Bargaining Associate and Support Staff remains at $0.98 per hour for full hours actually worked for those Associate and Support Staff employees who are regularly scheduled to work more than 25 hours in a workweek and are required to work between the hours of 10:00 p.m. and 6:30 a.m. in FY11.

Longevity Awards for Full-time Faculty and Non-Bargaining Staff

Longevity Awards for Full-time Faculty

Full-time Faculty members with satisfactory performance who have been at the salary maximum for five consecutive years will receive a one-time longevity amount of $1,600.00, to be added to the faculty member’s base salary.

Longevity Awards for Non-Bargaining Staff

The one-time “Longevity Award” of $1,560 for Non-Bargaining Staff with satisfactory

performance, who has been at the top of their salary grade for five consecutive years, remains in effect. (Satisfactory performance is evidenced by a current performance review document with satisfactory ratings on file in the Office of Human Resources.) The “Longevity Award” allows for an automatic adjustment for those eligible employees to be added to the employee’s base pay effective on the first day of the pay period in which their merit would have otherwise been effective. The increase is pro-rated for part-time employees based on the percentage of time worked relative to a full-time schedule.

Sustained Service Award for Bargaining Unit Staff

As the Sustained Service Award for Bargaining Unit Staff is the equivalent of an annual merit increment, no monetary award for sustained service will be granted in FY11.

Outstanding Service and Special Recognition Awards

Faculty Outstanding Service Award Program

The Faculty Outstanding Service Award (OSA) Program recognizes outstanding service by individual full-time faculty members who exemplify the excellence that characterizes the entire Montgomery College faculty. Faculty receiving an OSA may receive a monetary award in a lump-sum dollar amount as management may, in its discretion, determine. At the appropriate time, the Office of the President will announce the nomination process for the academic year. Faculty members are not eligible for this award more frequently than every three years.

Outstanding Service Award Program for Administrative, Associate and Support Staff

An eligible Administrative, Associate and Support Staff employee who performs the

duties and responsibilities of the assigned position in a sustained, outstanding manner and whose work is continuously well above expectations or has made an exceptional contribution or provided exceptional service to

the College on a one-time basis shall be eligible to be granted an Outstanding Service Award. The Outstanding Service Award is a one-time, lump sum cash award in the amount of $2,000.00. A staff employee may be considered for the award no more than once every three years.

Special Recognition Award for Associate and Support Staff

A Special Recognition Award rewards

Associate and Support Staff for their special efforts promptly and simply. Recognition is a cash award in the amount of $200.00 or $400.00 for Bargaining and Non-Bargaining Staff. The amount is determined based on the discretion of the person recommending the award and the availability of funds. Associate and Support Staff are eligible to receive no more than one Special Recognition Award per fiscal year.

For further information on awards, please see 38001CP, Recognition Awards, of the College Policies and Procedures:

Educational Assistance Plan (EAP) Dollar Amounts

The maximum EAP benefit for full-time faculty for the fiscal 2011 academic year is $2,020.00; provided that the total benefits payable for the bargaining unit do not exceed a combined total of $234,522 in the fiscal 2011 academic year.  For full-time faculty members who undertake graduate coursework beyond the Master’s Degree level, the maximum EAP benefit can exceed the specified dollar amount for that year such that the total reimbursement would be equal to the University of Maryland College Park rate for in-state tuition and fees for graduate coursework up to a maximum of six (6) graduate credits per academic year.

The maximum EAP benefit for non-bargaining full-time staff for FY2011 is $2,020.00 for those not taking graduate or

undergraduate coursework; provided that the total EAP benefits payable to eligible non-bargaining staff for FY11 shall not exceed $362,798. For non-bargaining full-time staff enrolled in graduate or undergraduate coursework beyond the Associate’s Degree level, the maximum EAP benefit can exceed the $2,020.00 by an amount such that total reimbursement would be the greater of $2,020.00 or the amount equal to the University of Maryland College Park rate for in-state tuition and fees for graduate or undergraduate coursework for each credit, up to a maximum of six (6) credits. 

The maximum EAP benefit for full-time bargaining unit staff for FY2011 is $2,020.00 for those not taking graduate or undergraduate coursework; provided that the total EAP benefits payable for the bargaining unit for FY11 shall not exceed $202,680. For bargaining full-time staff enrolled in graduate or undergraduate coursework beyond the Associate’s Degree level, the maximum EAP benefit can exceed $2,020.00 by an amount such that the total reimbursement would be equal to the University of Maryland College

Park rate for in-state tuition and fees for graduate or undergraduate coursework for each credit, up to a maximum of six (6) credits.

EAP benefits for eligible part-time staff are prorated based on the number of hours worked, and are subject to aggregate EAP dollars available to bargaining and non-bargaining units.

EAP benefits are available on a fiscal year basis; therefore, EAP funds not used in FY2010 do not carry over into FY2011.

Tuition Waiver

Tuition Waiver (TW) benefits and Tuition Waiver for Dependent/Spouse are available to eligible full-time faculty, staff, part-time bargaining and non-bargaining staff (with benefits).

Audit and non-credit courses are NOT eligible for Tuition Waiver. Tuition Waiver benefits

published in the Workforce Development & Continuing Education course schedule are for National Guard, disabled, and senior citizens, not College employees.

Further information on Tuition Waiver, Tuition Waiver for Dependent/Spouse, and the Educational Assistance Program is available via the following link:

Use of Administrative, Associate and Support Staff Annual Leave Accrual

Employees may accumulate and carry forward unused annual leave to the next calendar year according to their annual leave accrual maximum. On occasion, the leave accrual rate may be greater depending on the number of pay dates in a given calendar year.

The following chart outlines the typical annual leave accrual rates and the maximum number of hours that may be carried forward.

Annual Leave Accrual for Administrators, Associate and Support Staff

|Length of Service |Annual Leave Accrual Rate/ |

| |Maximum Leave Carried Forward |

|Less than 3 years |120 hours |

|3 years but less than 15 years |160 hours |

|15 years or more |208 hours |

|For part-time employees the amount of leave carried forward is |

|pro-rated according to the proportion that the workweek is to a |

|40-hour workweek. |

Any leave in excess of the annual leave accrual rate will be lost at the end of the last pay period in the calendar year. The last pay period in calendar year 2010 is 12/31/10, thus all leave must be taken by 12/24/10. There will be no exceptions to carry forward any hours in excess of the maximum annual leave accrual unless

approval is granted by the Chief Human Resources Officer for very unusual circumstances.

Use of Personal Leave

Personal Leave is provided on a calendar year basis and does not carry over into the following year. An eligible employee may be granted personal leave (non-cumulative) with pay up to a maximum of 24 hours for full-time employees and on a prorated basis for part-time employees during each leave year.

Personal leave is reserved for personal obligations such as major religious observances, settlement on the sale or purchase of property, appearance in court other than for a staff member who is subpoenaed as a court witness or who is called to serve on a jury, lawyer appointments, or for other important personal unplanned crises or emergencies involving family members or personal property.

Personal leave should not be used for recreational activities; voting; servicing car if not an emergency; volunteer work; shopping; out-of-town family requests; research; family illness (covered under sick leave); political activities; or weather conditions.

Leave balances may be viewed under “Current Leave Balances” from the “Employee” tab in Banner Web via My MC.

For questions about leave accrual and maximum leave carried forward, please contact Ms. Tracey Romney in the Office of Human Resources at 240-567-5363 or via email at: traceyromney.@montgomerycollege.edu

For questions or comments about this publication, please contact Ms. Sherri Bokor in the Office of Human Resources at: sherri.bokor@montgomerycollege.edu

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